Since 1990 Hill Advisory Services has investigated thousands of complaints Canada wide and helped numerous investigators expand their own toolkit. We offer training programs, investigative services, workplace assessments, coaching and more!
These programs have been accredited by CPHR Manitoba:
Inquire about our upcoming Winnipeg session: February 22 – 26th, 2021.
Please contact Sheri Swain for pricing and availability: firstname.lastname@example.org
Investigation Level One utilizes a combination of theory-based lectures and hands-on practical exercises involving group tasks and investigation scenarios with professional actors. Participants will work through a range of topics from the start to the conclusion of an investigation – from the taking of initial statements through to witness interviews to final report writing. Through an effective balance of theory and practical exercises the experienced investigators and facilitators of Hill Advisory Services present a wide array of information via lectures, handouts and participatory exercises. The areas of practical learning in Level One include:
- The legal and ethical roles and responsibilities of investigators
- Investigator questioning techniques
- What investigators require
- Preparing for the investigation and interview
- Conducting the interview
- Assessing information and evidence
- The mechanics of final report writing
- The principals of civil law as they relate to the process
- Witness Statements
- Report analysis
With Investigation Level Two we truly take it to the next level. In addition to more complex interviews, we will advance the conversation to explore the Art of interviewing and the subtleties, not just the basics. In Level Two we will ask more of you and our program focuses intensely on the immediate feedback of our experienced facilitator.
During Level Two, the majority of time in the Program is spent on interviewing witnesses; with interviews occurring throughout. Participants are guided through interviewing witnesses; developing a witness statement, and preparing questions for the witnesses. On the completion of witness interviews, participants prepare for and conduct re-direct interviews with the primary parties. The areas of practical learning in Level Two are:
- Interview Preparation
- Witness Interviews
- Statement Development
- Preparation for re-direct interviews
- Re-direct interviews
- Weighing evidence and forming conclusions
- Providing evidence to support conclusions
* In-house quotations available upon request *
Do you need support with harassment complaints in your organization?
Consider the following:
- The allegations are grave, ongoing
- Potential liability for your organization increases when complaints are handled poorly
- Perception of investigator bias can negatively impact an otherwise thorough investigation
- Complexity of allegations and number
of main disputants increase difficulty
for internal investigators
- A deficient investigation increases the likelihood of it moving to an external jurisdiction which means control of cost, process and end result is lost
- Employers have an understanding that
the main parties may likely move the investigation externally and wish to conduct a complete look at the case before that happens
- Internal investigators may be subjected to a conflict of interest (or the appearance of one) by investigating the person they report to or others in the organization
- There is an ongoing pattern of complaints and conflict within a certain work area that have not been resolved by previous investigations
- The end result of an internal investigation is reviewed and found to be incomplete or poorly done necessitating external intervention and/or further investigation.
Is it time for your organization to consult with our harassment experts?
Contact us for a free initial consultation:
Dylan Hill – email@example.com
Ready to learn more today?
Read our article about the Building Blocks of an Investigation here.
A Workplace Assessment is a way of examining a workplace or working unit, to ascertain, through observation, direct dialogue, and examples of situations, what over-all environment exists within that particular workplace or working unit.
Usually an Assessment is completed because of a concern that the workplace or specific department has an existing environment that is unhealthy in some manner. The concern is usually demonstrated by staff turnover, low morale, staff conflicts, harassment/discrimination complaints and general complaints or incidents – all indicators that some things within the environment may need adjusting.
Hill Advisory Services can help identify such problem issues as:
- Training or lack of training
- Lack of sufficient equipment required to perform job tasks effectively
- Lack of job satisfaction
- Concerns regarding safety in the workplace
- Inappropriate performance appraisal methods
- Lack of communication/feedback
- Unresolved conflicts
- Lack of disciplinary measure for problem employees
- Lack of formal harassment policies/procedures
We have conducted Workplace Assessments for organizations ranging from a staff of 10 up to 200 employees, no assessment is too large or too small. The focus of the Workplace Assessment varies from client to client, depending on the needs identified by your organization. We work with you to customize a solution that will target the correct issues.
We welcome you to contact us and learn how we can help you with improving morale and rebuilding a workplace that is highly productive.
Please contact Dylan Hill at firstname.lastname@example.org or 204-470-7111 for more details on our process and to engage our services.
The goal of our coaching program is to assist employees, management and executives to resolve conflicts, while learning transferable skills applicable to other interactions or conflicts in the workplace.
How does it work?
Your organization assesses the individual (and the conflict) to determine that it rightfully belongs in the Coaching area – rather than a more formal process. A Hill Advisory coach will then perform an initial assessment with the individual and conflict to ensure it is a best fit for the situation. This assessment will occur during a meeting with the individual either in person or via technology.
Throughout the program our coach maintains contact with the individual, as often as needed, to enable growth within the individual, a change in perspective and an improvement in the individual’s ability to see issues before they arise, to deal with current issues in a more positive manner and to spread those skills within the organization.
A successful Coaching outcome creates an ambassador for positive communication and personal accountability within the organization. Although coaching techniques will vary depending on the individual, some strategies are based on discussions, assignments, reporting on assignments and individual insights.
We would welcome any questions you may have regarding this unique solution!
Dylan Hill, Vice President – email@example.com
Cam Hill, President – firstname.lastname@example.org
“Upon completing the Harassment Investigation Training, I felt much more equipped to handle complaints of harassment and other workplace issues that came to me.” – Testimonial